HR Strategy and Its aligning with organizational strategy and human capabilities

With rapid changes in the business environment, organizations are increasingly looking at human resources as a unique asset that can provide sustained competitive advantage. As much as, people are viewed among the most important resources to firms, HR strategy would be central to achieve competitive advantages .Firms should view HR strategy as an important tool for integrating competencies inside organization and for matching employment capabilities with organizational strategy, and investigate how various combinations of capabilities can lead to competitive advantage. So, it is believed to be important that the management of the human resources should be in perfect fit with the management of the organization as a whole and its strategic plans. The purpose of this paper is to examine the matching of HR strategy with organizational strategy and HR capabilities in a sample of Iranian firms. In this paper at first by reviewing of related approaches in selecting HR strategy , the characteristics of human capital that affect organizational strategy and the relationship between HR strategy and organizational strategy recognized. Then with adopting the Lepak and Snell (1999; 2002) in their model of HR architecture, and using the typology model of four organizational strategies developed Miles and Snowʹs (1978). The accordance of HR strategy with HR capabilities and organizational strategy in a sample of Iranian firms has examined.